2.3 Benefits Of Training And Development
The main purpose of training is to acquire and improve knowledge, skills and attitudes towards work related tasks. It is one of the most important potential motivators which can lead to both short term and long term benefits for individual and organisation. There are so many benefits associated with training. Cole (2001)summarizes these benefits as below;
1. High morale
Employees who receivetraining have increased confidence and motivation;
2. Lower cost of production
Training eliminates risks because trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste;
3. Lower turnover
Training bring a sense of security at the workplace which in
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Observation, promotions, transfers, appraisal, accidents and quality control records remain the main sources by which organisation identify training need ofindividual whist new product/equipment, new standards. New policies and operationstrends are used to identify group training needs.
2.4.2 Determining training and development objective and training plans
Afterthese analyses have been done, it is easier for the training objectives to be established and also know what the learners must do after the training program. according to McKenna and Beech (2002), it is important that sound basis is established for other associated elements of Human Resource Management practice such as performance management (appraisal), reward management (motivation) combined with training and development. what this means is that training and development itself cannot help in total employee development without the complement of employee appraisal and motivation.
2.4.3 Training and development
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Some skills and knowledge are difficult to teach at the worksite, so off site training will be necessary. Staff receive training away from their post or workstation. The method also permits the use of a great variety of training techniques these include: lectures, apprenticeship, internship and assistant ships, special study, films, television conferences or discussion, case studies, role playing, simulation, programmed instruction and laboratory training (Armstrong, 2006). Beyond these methods, the techniques for training and development in organization also need to be
In conclusion, although the need for training is now recognised, many companies are still reluctant to invest in this scheme, notwithstanding the fact that training and development is an essential procedure in building an effective work team that can improve organisational productivity. By investing in training, employees acquire skills, knowledge, and abilities that increase the likelihoods of their success within the organisation. If organisations are not to be constantly disappointed in their effort to implement new techniques and increase their performance, then they ought to not only provide training, but also ensure that it is the right training.
Training is the procurement of information and abilities all together for a person to do a particular job or given task. Training benefits employees in a few ways:
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
Training should be interactive and motivating, and equal opportunities should be given to the employees to raise their questions. After the training employees should find themselves more comfortable and more motivated. Means training should be used as an incentive for raising employees’ confidence. Employee training pays off the cost and efforts of the organization, but slowly and gradually. This is the reason that leaders with acute business vision and acumen never lose patience, and they continuously invest in employee training for guaranteed results in the near
For a brief second, put yourself into the mind-set of an employer and think about the day-to-day running of a business. It won’t be long before you realise that training current employees and increasing their knowledge is a great way to improve business operations. Even though many will argue that the drawbacks of expense and time away from work take away from the benefits of job training, the pros tend to outweigh the cons to make job training a viable expenditure.
Training and Development- Training is a part of enticements given to the workers in order to develop and grow them. Training is given according to the nature of activities. Along with this training too, the workers are advanced by providing them extra benefits of in-depth information of their functional
This part of the paper we are going to talk about training, and the different types of training. First is the definition of training, “Training can be defined as a planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors.” (Pg. 161) When you hear the term training what do you think of? Maybe you’re thinking about a manager and a new employee learning the ropes of the business; and you are right, but there are many different types of training. The types that our group is going to talk about are: lecture, orientation, and, stimulation.
...aining expense). (Aamodt, 2013, p. 316). It is also important to evaluate training results on a regular basis to determine if they can be improved or continued, and whether they provide “significant increased performance or affects positive changes in behavior.” (Aadmodt, 2013, p. 314). By providing updated and resourceful training throughout the year, every year, it provides organizations an inexpensive, in-house method of maintaining a high performing work force that will maintain sustainability of the organization in the competing industry.
-Training: understanding the job well enough to know who to hire and how well they are doing.
Dissimilar organizations deliver diverse kind of training approaches, but it is imperative that organization must comprehend that which training will produce the outcomes which are grounded on the aims and goalmouths of the organization. Krickpatrick proposed the standards for operative training program recognized on employees’ satisfaction with training, information acquire from training, dissimilar actions of employees on the job and better-quality organization presentation. In utmost of the organization, training is the technique of job satisfaction, actual training benefits in growing job satisfaction, customer satisfaction and lessens worker turnover intents. A research endorsed that there is a optimistic relationship between training and job satisfaction and mainly employees who contribute in training programs are more pleased and satisfied than those employees who did not get
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
Key Aspects of Training and Development In this section I will be identifying the key aspects of training and development programme an explanation of how this is an importance to Southgate college. Training & development Development involves helping an individual to realise his or her potential. This concerns general growth, and is not related specifically to the employees existing post. The term training means the gaining of a particular set of knowledge and skills, which can be applied to a particular job.
They can enriches and increase the customer value proposition and bring out supper productivity. Through the re-education and training course, all of employee gain the powerful in productivity and knowledge.
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
Training encompasses the process of improving personnel competencies, knowledge and potentialities, in regards to the specific tasks that will be assigned to them. This is a process that should be perpetual and is essential for the organization, in order to achieve excellent execution of jobs given to the employees (Ingram, 2008, p.162). Another importance is that it gives sales personnel managers an easier time in dealing with properly trained sales personnel. There are different basis on which training is carried out. Training is carried out upon induction of new sales people to the company. It is also important to train current sales personnel to brush up their knowle...